Does your Background Screening policy identify all employee related risks?

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The Big Question
?
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Does Your Background Screening Policy Identify
All Employee-Related Risks?
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Who?
How?
What?
When?
How Much?
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1.
Identify Who?
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 Understanding of the sensitivity of a job role
will help define the scope of background
screening. Sensitivity of a job role increases as
we go up along the hierarchy, viz, job roles at
top management levels are 'High Risk' areas as
compared to the ground level executives.
Therefore, a deeper, more intense due diligence
of a CXO is needed while for resources at middle
or junior levels checks to be conducted are
dependent on job description e.g an executive
with access to customer personal data is more
sensitive than an executive with access to
company proprietary data. A skill-based role
needs the skill to be authenticated whereas a
role which requires a certain attitude or
approach needs authentication of life-skills
more than technical skills....
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2.
Identify What?
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• Identification of job sensitivity and risks leads
  to the identification of what checks to be
  conducted to address those risk areas. Below is a
  list of few checks
• Address Check
• Employment Check
• Reference Check
• Education Check
• Criminal Record Check

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3.
Identify How Much?
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• Defining the scope for employee screening is
  extremely important.
• Number of previous addresses, previous
  employments and references to be checked, for
  instance, needs to be determined.
• At the address what needs to be validated only
  duration of stay? Or behaviour as a tenant?
• At the employment does only tenure and
  designation need validation? Or is reporting
  managers feedback important too?
• Should the references authenticity be verified
  too?

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4.
Identify When?
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Getting the timing of employee verification right
is critical to taking informed decisions at the
right time. Various stages wherein HR can decide
on conducting background verification are during
pre-offer or post-offer but pre-joining or post
joining but pre-on boarding..Depending on the
hiring timelines and the criticality of the role,
checks can be selected to ensure there are no
delays for the hiring team and the expectation
from screening is realistic. For example where a
criminal record verification from the police or
an education verification from the University is
required in writing, these checks should be
initiated early but should not become the
bottleneck for on-boarding.
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5.
Identify How?
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As screening is conducted on stated facts,
submission of documents and complete information
is required to initiate the verification.
Specific authorisations and documents are needed
by certain verification bodies or sources. Delays
in collecting this information impacts the final
result and impacts the timelines. As much as
possible the candidate should be made responsible
for the authenticity, completeness and timeliness
of the documents. Till such time as these
decision points are not policy driven, success
for screening as a process will not bear fruit.
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